How to do a good job in recruiting sales staff

There are new sales targets and plans in the new year, and the sales team must keep up. In order to cooperate with the rapid development of business, it is also the focus of recruitment to complete the recruitment of sales staff quickly and efficiently. How to do a good job in recruiting new year sales staff, HR may have its own approach.

Sales has always been regarded as the core department and team of an enterprise. In this era of "sales only", the position of sales in the core area of an enterprise has always remained high. With the change of market, the adjustment of strategy and the determination of target, the perfection of sales team has always been the top priority of enterprise recruitment. At the same time, sales managers, regional managers and even vice presidents of sales are very concerned about the recruitment of sales staff.

Traditional recruitment channels are becoming more and more useless, such as online recruitment, attending job fairs and organizing campus recruitment. There are fewer and fewer people who can recruit. Why? There are two reasons: low entry threshold for sales work, low salary and poor welfare. Under pressure, fewer and fewer people are willing to join this field. In my opinion, to improve the recruitment of sales staff, we can't just consider it from the perspective of recruitment, because it is a dead end and we have to think bigger.

First, internal selection and employment, the advantage of internal selection and employment is that employees and enterprises know the roots and have a sense of trust. At the same time, employees' understanding of the enterprise is also conducive to the development of sales work. Employees who have previously engaged in sales-related but non-sales positions are often preferred, such as the document department that supports sales. In addition, there are precedents for the sale of technical posts and production management posts. Such people often have a "compound" advantage.

Second, recommend from the sales staff. Encourage employees, including sales positions, to establish some job circle contacts, and use these contacts and resources for our use when necessary. Therefore, when the company needs to recruit sales staff, the sales staff can always recommend a big list. The company just came forward to negotiate the price. This kind of personnel introduction based on daily contact is more reliable.

Third, professional website recruitment. The professional website here, first of all, does not refer to the professional human resources website. Looking for a needle in a haystack to find a resume is no longer the first choice for enterprises. In personnel screening, priority is given to those who are engaged in the sales of the same or similar products as the company. For this kind of personnel, there are also considerations that doing well is not as good as doing well. In the process of job-hopping, you can continue to use the original accumulated customers and resources, which will often make the company more attractive when recruiting.

Fourthly, the qualities of salespeople mainly include: honesty and trustworthiness, initiative, bearing pressure, interpersonal communication skills and execution. Honesty and trustworthiness mainly depends on the description of past work experience, first, the understanding of the work unit, second, the familiarity with the market and products, and third, the confirmation through background investigation; The active type mainly examines the work feedback communication of striving for opportunities, grasping opportunities and direct leadership in the past work; Under pressure, we mainly investigate the actions taken when we encounter difficulties in development and quantity or when we encounter difficulties in dealing with customers; Interpersonal communication ability mainly examines the relationship between scenario description and customer emotion; Execution mainly evaluates the arrangement and implementation of the work plan of the sales staff on the first day of each week in the past and the development of market activities.

For the test of sales staff, don't be led by some boastful people, but pay attention to the handling of the situation and the demonstration of practical ability. Bottom line: There are standards in mind, systematic recruitment, well-prepared question design, comprehensive and targeted questions, and a dazzling crystal that knows thousands of people, so as to maintain a true and intuitive feeling and make use of scientific and systematic recruitment methods. It shouldn't be a problem to get rid of the sales staff.